This kind of decision is inappropriate and does not conform to the principle of fairness and justice. Age should never be the only factor that determines whether an employee stays or leaves. It will cause many problems and adverse effects. Therefore, it is not recommended to implement such a decision. From a fairness perspective, this is unfair to older employees. They have accumulated rich experience and professional knowledge in their long-term work and have contributed to the development of the company. They should not be eliminated simply on the grounds of age. From the perspective of corporate development, the experience inheritance and stable work attitude of older employees can have a positive impact on the team, which will help new and old employees to pass on their experience and promote team stability and development. If the company upholds the concept of respecting employees and pursuing sustainable development, the company can optimize the team structure in a variety of positive and healthy ways, such as: 1. Provide targeted training and development opportunities to help older employees improve their skills and better adapt to new job requirements. 2. Adjust and optimize positions based on comprehensive factors such as job requirements and employee capabilities and performance, and reasonably arrange employees of different age groups. 3. Promote internal talent mobility, stimulate employee vitality, and allow employees to play their advantages in different positions through rotation and other methods to improve the overall effectiveness of the team.